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Skills Profile / Skills Profiling Archive

Skills Map – World’s first (?)

Awareness leads to growth and development Maps enable us to know where we are, places near and far, how we could get there et al, making the world exciting to experience. Being in HR field, I wondered why not a map of skills that can similarly help everyone become aware of their skills, appreciate the...

Managing the need of today’s businesses – diverse skills

In my opinion, an organization’s talentscape in the 21st century is a collage of diverse skills. Gone are the days when a company’s workforce comprised of people with a limited skills profile – essentially the group of skills they possessed to do their job to the best of their ability. In the past, they would...

Frustrated with recruitment not giving results?

Poor articulation of skills required by the hiring manager, recruiters’ poor understanding of the required skills, inefficiency in sourcing and poor screening contribute to poor results in recruitment. Lets admit it – recruitment today’s is far more complex than it was many years back. One important reason is that the skills have become diverse and...

My understanding of Big Data and what it means for HR

Disclaimer: I am not qualified or experienced in Data Science – the (probably) hottest skill in the market today and one that anchors Big Data. Big Data, as I see is understanding one’s preferences in finer detail and increasing the probability that choices that fit our preferences are presented to us. So there are actually...

Why HR needs to get less textual

Textual Data- Challenges to HR Maybe there is no other domain or function that deals with so much text (and least data) as HR. Consider the millions of resumes and the number of lines of text in them, the number of job descriptions and lines of texts in them, and then the interview evaluation forms,...

Data is Truth; HR needs to speak Data

  In God We Trust, All Others Bring Data – is a powerful dictum articulated by Deming HR can improve its credibility with data – from within its organization and that from the market. I wish to present data that I find could be useful for the HR fraternity – data from market, related to people...

Getting useful data on skills from recruitment process to improve recruitment

Recruitment Process-challenges Lot of effort is spent on recruitment by every company. The recruitment process involves several stake holders such as the Hiring Manager, internal recruiters, external recruiters, job boards, candidates, interviewers and HR. There is lot of information that is generated and processed in the whole process. However, very little of this information is really...

Need for a common universal skill structure

The two key documents with regard to skills are resumes and job descriptions. Then there are others such as appraisal forms, interview evaluation forms and so on. All these documents, particularly the job descriptions and the resumes, are all unstructured and lack common and universal skill structure. This lack of common format for presentation, poses...

Importance and challenges of long tail of skills profile in any organization

Today’s organizations are far more complex than they used to be. Businesses require expertise in more than one area. This leads to organizations employing people with several different skills profiles. Gone are the days when we had a large number of employees with similar skills sets. Skills profiles are diverse and there are many skills profiles...

Integrating and simplifying the talent life cycle in organizations

Talent Life Cycle – current scenario There are too many disparate systems in organizations on the same thing i.e. talent. There are different systems for recruitment, performance appraisals, training, resource deployment, career development or succession planning. There are two very significant problems with these disparate systems. One, maintaining disparate systems drains time and other resources....